With the dismissal of charges against Lowell school teacher and citizen activist Marisa Shea, stemming from her participation in protests during a recent Straight Pride Parade in Boston, the Lowell school administration now considers the case closed.

This determination apparently came after reviewing the police report on the incident, along with other court documents.

As a result, Shea, 33, who was arrested for allegedly assaulting a Boston police officer during one of several confrontations between protesters and police during that Aug. 31 event, won’t face any disciplinary consequences.

A Daley Middle School history teacher, Shea essentially has been exonerated by School Superintendent Joel Boyd.

That decision will stand, unless contradictory information about her behavior surfaces.

Some school officials had offered differing opinions concerning the disposition of this matter, ranging from absolving Shea of any wrongdoing to putting her on administrative leave.

However, passing judgment on this incident isn’t a substitute for a set of clear school district guidelines. Instead of resolving questions of behavior on a case-by-case basis, we believe every concerned party would agree that the school district must establish a set of unequivocal, enforceable teacher-conduct policies, so as to eliminate what came down to a judgment call in this case.

Does Shea — and any other school department staff member — retain the right as a private citizen to engage in public protests, or as a teacher representing a community’s public school district, should she be precluded for doing so?

That’s something a districtwide code of conduct should address.

School Committee member Jackie Doherty had indicated she wants to review district policy for teacher conduct, as fellow school board member Gerry Nutter suggested last week.

As it now stands, the current policy vacuum leaves it to the discretion of the school administration to render a decision.

With established guidelines in place, any resolution reached would be much easier to defend and accept.

As Nutter suggests, we believe the school administration should work with the unions involved and the School Committee to create policies that explicitly deal with an employee’s status in situations like this one.

And we’d advise other school districts to review their employee-conduct policies.

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Bargaining in good faith.

That’s what Gov. Charlie Baker wants to see from the Legislature.

Baker Is asking state lawmakers to live up to their end of the “grand bargain” reached last year, which pre-empted proposed minimum wage and sales tax ballot questions by passing legislation raising the minimum hourly wage from $11 to $15 over five years.

That compromise included the gradual elimination of time-and- a-half premium pay requirements over the same time period. The June 2018 law phases out premium pay for work on Sundays and Memorial Day, Independence Day, and Labor Day.

And now the governor has filled a supplemental spending bill that would add three upcoming holidays — Columbus Day, Veterans Day and New Year’s Day — to that list of non-premium pay holidays.

Though advocates on both sides of the compromise law acknowledge the exclusion of those three holidays was an oversight, the Democrat-controlled Legislature isn’t in any rush to correct it.

It’s time for lawmakers to include these three additional holidays in that legislation.